Ysgol Penrhyn Dewi PERFORMANCE MANAGEMENT POLICY

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PERFORMANCE MANAGEMENT POLICY

Reviewed by the Governing Body Oct 2018

Ysgol Penrhyn Dewi PERFORMANCE MANAGEMENT POLICY

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Contents 1. About this policy

2. Principles underpinning performance management

3. Timing of the performance management cycle

4. Appointment of appraisers

5. The performance management plan

6. The review meeting

7. The Appraisal Review Statement

8. Appeals

9. Use of appraisal statements

10. Managing under performance

Annexes A. Template - PRD Record

B. Template – setting of objectives

C. Template – appraisal review statement

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1. About this policy This policy sets out the performance management arrangements for the Head teacher and teachers of Ysgol Penrhyn Dewi. It has been agreed by the Governing Body, Head Teacher and Local Authority and follows consultation with all staff members and recognised trade unions. It describes the purpose, procedures, roles and responsibilities that will ensure that the school’s performance management arrangements contribute to the professional development of its staff and to the achievement of wider development objectives for the school and its learners. The policy will be reviewed annually and any necessary amendments will be the subject of further consultation with staff members. The Headteacher will provide the Governing Body with an annual written report on the operation and effectiveness of this policy including the training and development needs arising from the performance management process. This policy has been produced with due regard to the current Appraisal Regulations and accompanying guidance published by the Welsh Government. These can be found at: Regulations: www.legislation.gov.uk/wsi/2011/2940/contents/made Guidance: http://learning.gov.wales/docs/learningwales/publications/120510performteachen.pdf This policy does not apply to:

newly qualified teachers undergoing their statutory period of induction who are exempted from performance management arrangements; or

teachers employed for a fixed period of less than one school term

2. Principles underpinning performance management The following principles will underpin our performance management arrangements:

Trust, confidentiality and professional dialogue between appraiser and appraisee

Consistency so that all staff are treated fairly Recognition of strengths and a commitment to share effective practice A commitment to provide constructive feedback on performance Rigorous and evidence based A shared commitment to meeting the school’s improvement plan and

appropriate national priorities

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3. Timing of the performance management cycle The school’s annual performance management cycle will start in October of each academic year and be completed by October of the following academic year. The appraisal cycle has been timed to link with the school’s annual planning cycle.

4. Appointment of appraisers The Headteacher or Diocesan Authority will appoint an appraiser for every teacher in the school. The Headteacher’s appraisal will be carried out by a panel consisting of:

at least two governors appointed by the governing body one or two representatives appointed by the local authority

5. The performance management plan Performance management will be a continuous cycle throughout the year involving three stages of planning, monitoring performance and reviewing performance. The appraiser(s) will meet with the teacher/head teacher at the start of the cycle to plan and prepare for the annual appraisal. This meeting may be combined with the review meeting held at the end of the previous cycle. The meeting will seek to agree the following:

objectives for the cycle and professional development activities to support achievement of the objectives

the monitoring procedures including arrangements for observation of teaching on at least one occasion

any sources of information and data relevant to the objectives – these should include an up to date Practice Review and Development (PRD) Record and data/information drawn from existing sources

A template for the PRD Record is at Annex A. A template for the recording the objectives is at Annex B. In the case of the Headteacher’s performance plan only, the chair of the governing body will provide, on request, a copy of the Headteacher’s objectives to Estyn. The arrangements for monitoring performance against the objectives, including the use of observation, will be decided during the planning meeting and recorded by the appraiser(s).

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The appraisee and appraiser(s) will keep progress under review throughout the cycle including the use of informal discussion as well as the more formal arrangements specified in the planning meeting. The PRD Record will provide a focus for these discussions.

6. The review meeting At the end of the performance management cycle a formal review meeting will be held where the appraiser and appraisee will discuss achievements, any areas for improvement and professional development activities. This meeting may be combined with the planning meeting for the next annual cycle. The purpose of the review meeting will be to:

assess the extent to which the appraisee has met their objectives identify the need for additional support, training or development and how this

will be met

7. The appraisal statement Within 10 school days of the review meeting the appraiser(s) will provide the appraisee with a written statement of the main points made at the review meeting and the conclusions reached. Annexed to the statement will be a summary of professional development needs and an indication of how these might be met. The appraiser will seek to agree the final wording of the appraisal statement with the appraisee. The appraisee may, within 10 school days of receiving the final appraisal statement, add comments in writing. These comments will then form part of the statement. Both the appraisal statement and the annex are confidential documents and must be kept in a secure place. The provisions of the Data Protection Act will be followed at all times. A template for the Appraisal Review Statement is at Annex C.

8. Appeals The appraisee may appeal against the appraisal statement within 10 school days of receiving the appraisal statement. An appeals officer or, in the case of the Headteacher, an appeals panel will be appointed to conduct a review. All appeals will be conducted in accordance with the current Appraisal Regulations and the associated Welsh Government guidance. In summary, the appeal process will involve the following stages:

Appraisee lodges appeal with the Governing Body

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Appeals officer/panel appointed Appeals officer/panel provided with copy of appraisal statement within 5

school days of receiving notice of appeal Appeal review will be carried out within 10 school days of receiving appraisal

statement The appeals officer/panel must take into account any representations made

by the appraisee The appeals officer/panel may then decide that:

o the appraisal has been carried out satisfactorily; o with the agreement of the appraiser(s), amend the appraisal

statement; or o order that a new appraisal be carried out

The appeals officer/panel cannot determine: o that new objectives can be set: or o that existing objectives be revised

9. Use of appraisal statements 9.1 Teachers The appraiser must give a copy of the appraisal statement to the appraisee and to the Headteacher. In turn, the Headteacher will, on request, provide a copy to:

the appraiser; an appeals officer; or any governors responsible for making decisions or giving advice on matters in

relation to pay Where the appraisee is eligible for pay progression under the School Teachers Pay and Conditions Document (STPCD) the appraiser will provide a recommendation on pay progression to the head teacher in line with provisions of the STPCD. The Headteacher will provide a copy of the annex to the appraisal statement detailing professional development needs to the person with whole-school responsibility for planning provision for training and development. The appraisal statement will be kept by the Headteacher in a safe and secure place until at least 3 years after the next appraisal statement has been finalised. 9.2 Headteacher In the case of the Headteacher’s performance management the appraisers will give copies of the appraisal statement to the Headteacher, the chair of the governing body and the chief education officer. Appraisers will also, on request, provide a copy to any governors responsible for making decisions or giving advice on matters in relation to pay. The chair of the governing body will also provide, on request, a copy of the head teacher’s appraisal statement to:

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any officer designated by the chief education officer responsible for the performance of Headteachers; or

any appeals officer The chair of the governing body will provide a copy of the annex to the appraisal statement detailing professional development needs to the person with whole-school responsibility for planning provision for training and development. The appraisal statement will be kept by the governing body in a safe and secure place until at least 3 years after the next appraisal statement has been finalised. The Headteacher will also keep a copy of the appraisal statement for the same period of time. Information from the Headteacher’s appraisal statement may be taken into account by the governing body (or its committees) in matters relating to the promotion, discipline or dismissal of the head teacher or in relation to any discretion over pay.

10. Managing under performance Effective line management arrangements, including the effective use of the procedures outlined in this policy, will help prevent under-performance through early identification, support and intervention. The performance management procedures set out in this policy, including the review meeting and appraisal statement, do not form part of any disciplinary, competency or capability procedures. However, information from the Appraisal Statement can be taken into account when making decisions about pay, promotion, dismissal, or disciplinary matters which may be triggered by other procedures.

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Practice Review and Development Record Name:

From: To:

Objective 1:

Objective 2:

Objective 3:

Pla

nn

ing

What is the focus of my objectives – how do they relate to school priorities?

What is the intended impact on my practice?

What do I need to find out - what do other people already know about it?

What data and evidence will I make use of?

How will I use what I’ve found out to help me meet my objectives?

What actions and/or professional development activities am I planning?

What support will I need?

How will I work with others to achieve my objectives?

Mo

nit

ori

ng

What progress am I making in meeting my objectives?

What impact has there so far been on my practice?

How do I know - what data and evidence am I using?

How are others involved in monitoring?

Revie

win

g

How well have I met my objectives?

Are there any factors which have affected progress in meeting my objectives?

What have I found out?

What has been the impact on my practice and/or learner outcomes?

How do I know – what data and evidence am I using?

What professional development activities have I undertaken?

What support has been provided to me?

Do I need any follow up development?

Annex A

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Practice Review and Development Record Purpose of the PRD Record The purpose of the PRD Record is to support practitioners in:

Meeting the requirements of the Appraisal Regulations to keep an up-to-date record of:

o their own assessment of their performance against their performance management

objectives

o professional development undertaken or other support provided and how this is

contributing to the achievement of objectives

o any factors which the practitioner considers are affecting performance against the

objectives

Reflecting regularly on their practice including the use of relevant data and evidence to

review their practice and identify priorities for professional development

Providing a focus for discussion during the planning, monitoring and reviewing stages of

the performance management cycle

Staff staff may wish to include CPD completed as part of the Peninsula Teacher Programme

(PTP) as evidence of training (Annex D)

Completing the PRD Record The following guidance will assist practitioners in completing their PRD Record during the performance management cycle. The guidance is intended to ensure the PRD Record supports the practitioner in their work without being burdensome to complete. The PRD Record should be regularly updated – this does not need to be daily or even weekly but at key points throughout the performance management cycle. In reflecting regularly on their practice, practitioners should use their professional judgement to decide the points at which the record is updated so that it remains relevant and up-to-date.

The template makes provision for up to 3 objectives. The template can be adapted where

additional objectives have been identified

The template is arranged to reflect the PM cycle of Planning, Monitoring and Reviewing.

Each section has a number of “prompts” designed to assist practitioners to reflect on key

aspects of their practice and professional development. Practitioners may find it helpful to

base their PRD records around answers to some or all of these prompts.

Entries should be concise but sufficiently detailed to serve as a basis for discussion.

Lengthy prose responses are not necessary and practitioners may choose to adopt a ‘bullet

point’ style approach

It is recommended that the PRD Record is maintained in electronic form as this will

facilitate easier amendment and updating

Where objectives are linked it may be more appropriate to ‘write across’ columns to avoid

making duplicate entries

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Performance Management Objectives Appraisee: ………………………………………… Job Title: ………………………………………… Period covered by objectives: ……………………to…………………………..

Objectives*

Objective 1:

Objective 2:

Objective 3:

Professional development and/or support required to meet objectives

Monitoring procedures to be used

Relevant data and/or information to be used

*If more than 3 objectives use continuation sheet

Date of planning meeting: ……………………………... Appraisee comments (where required): Appraiser: …………………………………………….. Date: …………........... Appraisee: ……………………………………………. Date: ………………….

Annex B

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Appraisal Review Statement

Appraisee: ………………………………………… Job Title: ………………………………………… 1. The extent to which the objectives have been met:

2. Development needs: Details of any identified need for additional support, training or development and how this may be met (if applicable): 3. Pay progression: Recommendation on pay progression (where applicable): 4. Appraisee comments (where applicable): Appraiser: …………………………………………….. Date: …………........... Appraisee: ……………………………………………. Date: ………………….

Annex C

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Annex to Appraisal Review Statement

Training and development needs Appraisee: ………………………………………… Job Title: …………………………………………

Needs

How needs may be met Timescale

Appraiser: …………………………………………….. Date: …………........... Appraisee: ……………………………………………. Date: ………………….

Annex D

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Estyn Descriptors

Excellent: outstanding, very good, very strong, exceptional,

superior, exemplary, superb, very high standard, very high quality,

extensive, highly effective, highly creative, well above expectations,

expertly done.

Good: successful, strong, skilful, worthwhile, beneficial, valuable,

positive, thorough, useful, powerful, comprehensive, purposeful,

used well, consistently good, effective.

Adequate and needs improvement: satisfactory, appropriate,

suitable, efficient, competent, relevant, sufficient, enough, valid,

solid, sound, average mediocre, limited, inconsistent.

Unsatisfactory and needs urgent improvement:: insufficient,

inefficient, none, no, inappropriate, ineffective, unsuitable, unable,

weak, poor, not fit for purpose, restricted.

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